PhD Transition Report On-Demand

Here’s a quick rundown of this week’s episode…

Ever hear of the book “The 7 Habits of Highly Effective People”?

In case you haven’t, it lays out a principle-centered approach for solving personal and professional problems.

It was a bestseller when it was first published in 1990, and to this day, continues to be a go-to guide for business professionals.

That’s because principle-centered approaches work. Not only for businesses but also for individuals, such as yourself.

And when it comes to your industry career, an effective job search is the place to start.

If you’re struggling in your industry job search – not getting callbacks, being ghosted after interviews –  you can easily turn things around by simply adapting better habits.

There are 4 habits that highly effective, career-oriented PhDs practice in their daily lives.

First, career-oriented PhDs treat their time as a precious commodity – they don’t squander it.

Most of us are stuck in a 9-to-5 mentality – we tend to go through our day on autopilot without much focus or intention.

But, to create an effective job search, you need to batch your time and set explicit goals.

Dedicating an hour of your time to your job search in the early AM is one such example.

Set time aside before work – this is when you’re fresh and less likely to encounter distractions.

The day before, write down your intentions for that hour.

Second, career-oriented PhDs make networking an everyday habit. If you’re like most PhDs, the mere thought of networking provokes nausea.

I’m sorry to say that it’s the key to landing a job in industry.

You should be connecting with people and initiating conversations every day.

To kickstart this habit, leverage your pre-existing network – reach out to colleagues and acquaintances. See where they are in their career.

They may not be in the same field, but you never know who they know and who they’re connected to – maybe it’s someone in your field or at your ideal company.

Once you become more comfortable with networking, start reaching out to employees at companies you want to work for or are in positions that you aspire to.

And, again, you should be doing this every single day.

You may not get responses, you may get ghosted, but the more you reach out, the greater your odds are of making a connection that will end in a job referral – or even better, a job offer.

…

This takes us to the end of today’s Transition Report. As always, remember your value as a PhD and start thinking and acting like a successful industry professional.   

** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Four Habits Of A Highly Effective PhD appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

What adjectives come to mind when you hear the term career-oriented? 

Driven? Determined? Ambitious? Even cut-throat? 

Sure, these can be attributes of a career-oriented person. 

But how about intentional, focused, and dedicated? 

A career-oriented person is someone who has a definitive goal for their career, and they have a plan for achieving that goal. 

Being career-oriented doesn’t just mean you’re willing to do whatever it takes to make it to the top. 

It doesn’t mean you are aggressive or domineering. 

It means that you work with intention. 

Career-oriented PhDs are those that set out to advance their lives professionally, create a vision for what they want to achieve, map out a plan to get there, and hold themselves accountable. 

So, I’ll ask you, in your industry job search, are you career-oriented? 

Or are you dabbling in your career? Are you hoping for the best? Are you waiting on the approval or the “go head” or the “green light” from someone else who you’ve let control your fate?

Fourth, start managing your time and setting your own work-life boundaries. As PhDs, we tend to be overachievers.

When we’re focused on a goal, we’re quick to neglect ourselves and our life outside of work to achieve it.

But, when it comes to your job search, working harder doesn’t necessarily yield better results. 

The key is setting aside explicit time for your job search – and then protecting this time by all means possible. 

This doesn’t have to be 3 or 4 hours a day – an hour of 100% focused time during your peak mental hours is enough. 

Besides, studies show most people only have 90 to 120 minutes of peak mental energy. 

Overall, you can take the reigns in your career by making an effort to avoid making excuses, zooming out to see the big picture, being proactive, and managing your time wisely. 

This takes us to the end of today’s Transition Report. As always, remember your value as a PhD and start thinking and acting like a successful industry professional.   

** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Are You Career-Oriented, Or A Passive Onlooker? appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

If you’re searching for your first industry job, chances are, you’re focused on crafting the perfect resume, nailing your interviews, and getting paid.

But have you stopped to consider company fit?

Many PhDs overlook this very important factor.

That’s because many PhDs wait too long to start their job search and end up searching for one in desperation mode as a result.

The problem is that, when you’re desperate, it’s hard to assess critical factors in your job search like company fit, because you’re in an “I’ll take whatever I can get” mentality.

Employers care about how you fit into their company more than anything else, and they are judging your fit from the start.

You should care about fit just as much.

Studies show that your fit in a company will determine your longevity, your pay scale, your happiness and your satisfaction in the role.

Let’s start with size.

You may think this attribute isn’t important, but company size is inherently linked to how it operates.

It impacts the flow of production and communication – it also effects how people work.

Large companies are more likely to have a well-defined division in labor. Your responsibilities will adhere closely to the job description.

In smaller companies, however, you’re more likely to wear many hats. The lines are oftentimes blurred between your job description and that of your colleagues.

The second aspect to consider is hierarchy.

If you’re coming from academia, the concept of hierarchy may be new to you.

Large companies often follow a strict hierarchy.

In this structure, lines of communication flow from top to bottom. Each employee has a reporting manager, and employees have strictly defined roles.

Smaller companies, on the other hand, are more likely to operate with a more fluid or flat structure. In this, the division between roles and management levels are less distinct.

Communication is more fluid and employees take on a wider range of responsibilities.

They may also experience more frequent operational changes. Keep in mind these are just examples – company hierarchy is something you should research in advance.

Third, finally and most importantly, you should consider the company’s culture.

Company culture refers to the personality of an organization. It’s values, goals, and ideology.

…

** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Do You Fit The Company? Here’s How To Decide appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

Searching for a job is stressful. There’s no way around it.

It’s time-consuming, it’s grueling, and it often comes with rejection.

Failure is woven into the fabric of even the best-executed job search.

And while failure is hard on anyone, it’s particularly demoralizing to PhDs.

Sure, you’ve spent years doing nothing more than mastering the art of failure –failed research methods, dead-end projects, rejected papers.

But for many PhDs, being rejected for a job feels different. It feels way more personal.

For many, their self-worth lies solely in the hands of the success (or failure) of an employer saying “yes” to them.

If you feel this on any level, don’t despair.

Any PhD who has tried to break into industry has dealt with the pain of rejection.

So, what sets successful PhDs apart from those who quit before they get hired?

They develop coping mechanisms that mitigate the stress and anxiety of rejection and of a job search as a whole.

 First, control how you react.

After being rejected, it’s only natural to feel angry.

Whatever you’re feeling, allow yourself those feelings. But give your emotions an expiration date.

Negative emotions aren’t necessarily bad by themselves. It’s when we simmer in those emotions that they become harmful to our job search.

So take a step back and assess.

Process what happened – determine your weaknesses and instill a plan to overcome them.

Also, don’t isolate yourself.

Talk to people about your frustrations – ask them for their unadulterated opinion.

You never know which of your connections, friends, or colleagues can help.

Second, stop ruminating.

My first point was to control how you react in the first place.

This point is about how to get out of the destructive, obsessive cycle of rumination.

As humans, and particularly as PhDs, we tend to get caught in a hamster wheel of negative thoughts.

Think of a time when someone was critical of your work or questioned your abilities. How long did you ruminate on this?

And really, what good did it do?

Likely, none at all. Fight back against these obsessive thoughts, particularly the nagging mantra “I want to know why they didn’t choose me.”

Most companies will never tell you.

…

** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post The Pain Of Job Search Rejection appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

Clinical research is booming, and it doesn’t look like it’s going to stop growing anytime soon.

Much of this is thanks to recent scientific advancements and changes in the FDA approval process. 

We now have more drugs than ever entering the market.

For PhDs wanting a career in clinical research, this is really good news. Why? With increased drug production comes more clinical trials, which means more jobs. 

As clinical trials become more complex, there will be even more demand for highly educated and highly trained individuals such as yourself. 

The key is, contrary to popular belief in the halls of academia, you do not need clinical experience to get into the majority of these careers.

Many PhDs think that only physicians and pharmacists are qualified for clinical positions. 

This is no longer true. 

First in line is clinical research associate, or CRA for short. CRA positions are great for those that want to remain close to the research. 

You wouldn’t be conducting the research yourself (that would be a CRS or clinical research scientist position). But you would be overseeing the clinical study process.

That includes contacting potential participants, reviewing medical histories, analyzing and interpreting clinical data and visiting clinical trial sites. 

CRA positions are located at Contract Research Organizations. CROs manage the operational aspects of a trial, while the pharmaceutical company manages the research of the trial. 

Are you more interested in collecting, analyzing and interpreting study data? Consider a job as a Clinical Data Manager. 

As a data manager, you would oversee all aspects of study-related data. That includes designing the framework, analyzing and interpreting data and maintaining data security.

Do you prefer to manage projects rather than just data or regulatory aspects of the clinical trials process? Then you should consider a Clinical Trials Project Manager position. 

As you can imagine, a project manager manages all project-related facets of the clinical trial process.

PMs are the central hub in terms of coordination between researchers, clinicians, and everyone needed to drive the overall clinical experience toward completion. 

…

** for the full podcast, check out the audio player above.

Want advanced access to the full–length versions of these podcasts? How about access to our live training webinars, exclusive training videos, case studies, industry insider documents, transition plans and our private online network? Get on the waitlist for the Cheeky Scientist Association now.

The post 3 Booming Clinical Careers That Don’t Require Experience appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

If you haven’t already encountered a pre-recorded video interview in your industry job search, just wait – you will. 

Pre-recorded video interviews are gaining in popularity, so chances are, you’re going to have to do one. 

So, start preparing now. 

If you go into this kind of video interview unprepared, even though it’s pre-recorded, it’s going to be painfully obvious. 

The most important thing to realize is that you can’t just stop and start over if you mess up. 

You only get one chance with most of these video interview software programs today. 

So you have to practice “live” before you go “live”, or at least as “live” as possible. 

Pre-recorded video interviews aren’t your average interview. 

They consist of a series of standardized questions designed to assess your skills, your personality, and your ability to fit into the company culture. 

In turn, you’re asked to answer in a video recording. 

As mentioned, you will likely have a limited time to prepare an answer, and you will likely only have one shot to get it right. 

While video interview setups may vary widely from company to company, what remains the same is how unnatural they feel. 

You’re talking to a screen instead of a human being. 

The only audio and visual feedback you have is of you.

To overcome the awkwardness of the situation, you need to practice – A LOT. 

Prepare answers to standard behavioral questions, and don’t just practice saying them out loud. 

Record yourself just as you would during the interview. 

So what questions will employers ask in these pre-recorded interviews?

The first question you’re likely to get is “Who are you?” or “Can you briefly introduce yourself?” 

This is where your well-practiced elevator pitch comes in. 

And note, again, I said well-practiced. You won’t have the time to come up with one on the fly. 

A well-crafted elevator pitch includes your name, your background, what your professional goals are, and something beyond yourself – like why you want the job you want and what larger impact you want to have by doing the job at hand.

You also want to include something personable that shows you as well-rounded.

For instance, you could say, “Hi, I’m so and so. I have a PhD in Genetics and enjoy spending time outdoors on the weekend when I have time.”

“I’m interested in a Project Management role at your company because I want to apply my expertise in cutting-edge sequencing techniques to help improve cancer diagnostics.” 

Next, you can expect a number of behavioral questions. 

Things like, “Tell me about a time you faced a challenge at work,” or “Describe one of your biggest professional accomplishments.” 

When answering behavioral questions, apply the STAR method, which is an acronym for Situation, Task, Action and Result.

Here, you want to describe a situation relevant to the question, present the problem you faced (the task), explain how you addressed the problem (the action), and end with what resulted from your actions. 

To convey your enthusiasm and ensure your answers are clear by video, you will want to speak a little louder, pronounce your words a little more clearly and pick up your energy a notch. 

Again, when communicating via screen, it’s harder to get a read on people.

So be ready to add a little “extra” on everything you say.

Make sure you pay attention to your body language and your tonality too.

…

** for the full podcast, check out the audio player above.

To get advanced access to the full–length versions of these podcasts, as well as access to our live training webinars, exclusive training videos, case studies, industry insider documents, transition plan, and private online network, get on the waitlist for the Cheeky Scientist Association now.

The post Handling Awkward Pre-Recorded Video Interviews appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

The last few years have forced companies to change how they conduct interviews. 

Video interviews are now standard. In fact, a recent report showed that 60% of HR managers report having used or are currently using video interviews in their hiring process. 

That’s because they’re faster, more efficient, and can often be more telling than a paper resume or audio-only phone call. 

From a company’s standpoint, video interviews strike the perfect balance between utility and efficiency. 

The problem is, for many PhDs, video interviews are more nerve-wracking than interviewing in person. 

It’s weird seeing your own gestures and expressions while you talk; its uncomfortable hearing your own voice; it’s challenging to stay upbeat and clear-headed when you’re talking to nothing more than a computer screen. 

This is why many PhDs get wrecked on their first interview. 

They go into it completely unprepared. They don’t know what’s expected of them, and it shows. 

Just because you used Zoom to teach a class or in a lab meeting does not mean you know how to interview by video. 

The first mistake many PhDs make is not being expressive. 

They either sit awkwardly, fail to smile, use stiff and unnatural gestures, or speak in a monotone voice. 

And please don’t be the PhD who has their camera showing only from their nose upward. 

This happens more than you’d think. 

Treat a video interview the same as an in-person interview. Smile, speak with inflection, and use appropriate hand gestures. 

Keep your energy high – much higher than in person. 

It’s difficult for people to read you on camera – this is especially true when they don’t know you. 

Leave no doubt in their minds that you’re happy to be there and that you’re excited about the job prospect. 

The second mistake is being sloppy in your preparation. 

To start, never take a video interview on the phone – this isn’t a FaceTime call with a friend. 

It’s an incredibly unflattering angle and it’s unprofessional. 

Your video interview should be taken just as seriously as any other type of interview. 

So, prior to starting, make sure your background isn’t distracting. 

Make sure you have ample lighting on your face, and dress as you would for an in-person interview. 

And above all make sure you do a few audio and video tests beforehand. 

…

** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post How To Ruin A Video Interview appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

Studies show that over 50% of the general public take the first salary they’re offered. 

PhDs are no exception. 

In fact, PhDs are some of the least likely people to negotiate their starting salary. 

That’s because, as a PhD, you’re never taught to express your value and you’re used to taking whatever you can get from academia. 

So today, I’m here to remind you: As a PhD, you have an incredible set of skills, and you should be compensated appropriately. 

Failing to understand your worth not only hurts your starting salary, but it can also damage your earning potential for years to come. 

So, how does even the most reluctant negotiator get paid what they deserve? 

To find the answer, I did an interview with negotiation expert Chris Voss. 

Prior to 2008, Chris was a lead kidnapping negotiator for the FBI. 

Since then, he’s gone on to teach business negotiation and author the book “Never Split the Difference” where, among other things, he shows job candidates how to negotiate their salary.

In my talk with Chris, I asked 3 questions. The first question I asked was: What phrases are most effective during a salary negotiation? 

To this, Chris expressed the importance of open-ended questions. In his view, these aren’t questions used to gather information – rather they’re asked to reshape the employer’s thinking. 

As an example, asking an employer “what does it take to be successful in this role?” instead of “what are you looking for in a candidate?” allows you to control the conversation. 

This alternative question shows the employer that you want to be a successful part of their team. 

The second question I asked was: How do PhDs that are uncomfortable with negotiating succeed? 

His answer was: Focus on the moment. 

Many PhDs are so focused on the ultimate outcome that they’re too afraid to make waves. 

When it comes time to negotiate, they cave. They back down. They justify why they don’t need to do it. Or they give up after the tiniest attempt. 

The key to negotiating effectively is to focus on one step at a time. 

It may sound counterintuitive but take your focus off of your overall objective – a higher salary.

But doing this creates tunnel vision. Instead, focus on the moment at hand. 

After all, you’re just having a conversation. So, don’t provide straight-up yeses or no’s as your answers – instead, explore your options. 

Ask what can “we” do to increase the salary. What else might be possible? How can we take this back to the department manager to increase the range? 

Use “we” to act like you’re already part of their team too. 

The last question I asked was: What created some of your most magical negotiation moments? 

With this, Chris opened up about a particular kidnapping scenario he was in. 

The person on the other end wanted money to make up for past transgressions of their target. 

To negotiate with this person, Chris created a series of emotional moments. 

His ultimate goal was to get the other person to say, “that’s right.” To do this, he reiterated the other person’s intent – except even more passionately. 

For example, he said, “You’re mad because they did this, right?” 

This created empathy. 

Likewise, in your salary negotiations, show your interviewers that you get it. 

…

** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Expert Negotiation Tactics From An Ex-FBI Agent appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

Every day, we’re inundated with brands. 

Social media shows us targeted ads for brand-name clothing, electronics, appliances, study materials – the list is endless.

Whether you like it or not, brand name ads are here to stay – because they work. 

The good news is that you can use these same tactics to sell your own professional brand to employers. 

Many PhDs hate the idea of selling themselves. 

They think selling themselves – their brand – means they’re selling out. 

Academia teaches you that thinking outside of the collective “we” to focus on the “I” – what you’ve accomplished, your expertise – is a jailable offense. 

But to succeed in today’s results-driven world, you need to sell yourself – not only your abilities and accomplishments, but also your mission and values as a professional. 

This is your professional brand.

First, realize that everyone has a brand – intentional or not. 

That’s because, with every interaction you have, you leave an impression. 

People are constantly forming opinions of you. 

That means when you don’t build a brand for yourself, others do it for you.

Second, build a brand based on a clear and consistent narrative. 

If you want to make it clear to others that you’re a professional, act the part. 

If you constantly show up to meetings late, come unprepared, or act unprofessional in any way, your brand becomes “disorganized”, “disrespectful” and “abrasive.”  

People are making topical judgments about you all the time. 

And sadly, these opinions are formed based on what stands out – your mistakes and missteps. 

However, when you create a brand built on clear intentions, it reinforces your brand’s narrative – not only to others but also to yourself. 

… but if that were true, employers would only make hiring decisions based on your current job title. 

And that would be terrible, right? You’d forever be branded as a PhD student, postdoc, TA, professor or whatever academic title you currently hold. 

The ability to build your own brand is good thing – it allows you to manifest the professional person you want to become. 

So yes, part of your personal brand may be your job title, but the questions remains: Who are you professionally? 

If you’re currently a grad student, do you want potential employers to look at you as a student or an industry professional? 

An authentic brand demonstrates your potential while remaining true to your strengths. 

If you’re not the strongest leader, but you’re a great listener that makes people feel appreciated, build a brand as a great cross-functional collaborator.

Perhaps you’re not the strongest coder, but you’re able to find solutions to complex problems – create a brand as a dedicated problem-solver. 

Overall, building your brand professionally is up to you. 

Because if you don’t build one for yourself, others will. 

** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Build A Professional Brand Employers Care About appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

Does the time and energy you spend on networking seem pointless? 

You’re connecting with people in your field, even turning your basic connections into meaningful professional relationships, but still, there you sit – jobless and hopeless? 

If so, you’re in a networking slump. 

Networking slumps are common among PhDs. 

To figure out why your network isn’t paying off, start with a basic diagnostic. 

Take a high-level look at your network structure. What shape do you see?

Do you see an array of nodes closely linked by a redundant web of interconnecting lines – one that resembles a ball of yarn? 

If so, what you have is a tight-knit group of friends and colleagues, not the kind of broad and diverse network that you need to get hired. 

And while this group may be a great support system, it won’t help you in your job search.

Just as an investor strives for a diverse portfolio to increase their odds of success in the market, you too should aim for diversity in your network. 

In networking, diversity means that you should have loose to tight connections with local and distal contacts.

They should work in a variety of fields, and they should have a variety of job titles with a variety of seniority.

This kind of diversity will increase your odds of getting hired. 

The problem is that many PhDs mistakenly create very insular networks. 

This is due to two principles of human behavior: self-similarity and proximity. 

These principles state that people tend to populate their networks with like-minded people or people they already know. 

Consider this – you’re standing in a room with all your connections. Now say someone at the front of the room announces an opening for your dream job. However, to get the job, you must make it to the front of the room first. 

Consider all of the people in this room – are they going to help you get there or are they going to race you to the front? 

After all, for many, it may be their dream job too. 

If your network is full of like-minded people with the same career goals, their priority isn’t only helping you – it’s to get their dream job too. 

Moving forward, try to make your network look like a web built by a novice spider, not a ball of yarn.

Your web should not be dense. Instead, it should be wide-spanning and efficient, allowing you to connect points A and B easily.

In other words, your network should be broad, diverse and direct.

This way, if you want to get the word out – about your skills, your expertise, or your career goals – all you have to do is tap into your network, and/or expand your network. 

You may think that connecting with those in vastly different sectors or locations is a waste of time.

But when you’re connecting with someone, you’re not just connecting with them – you’re also connecting to their web of connections. 

Create a wide-spanning web of seemingly unrelated connections – you never know who else it will connect you with.

** for the full podcast, check out the audio player above.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post In A Networking Slump? Reshape Your Web appeared first on Cheeky Scientist.